Menopause, including the years leading up to (peri-menopause) and the years after (post- menopause), has always been an issue for many women, with some suffering symptoms more than others, and potentially not fully understanding why or how to successfully manage them. Previous generations didn’t talk much about the menopause and the issues it often brought or had the same understanding that the symptoms often start years before the end of their periods and the official phase of ‘menopause’ – the mentality was very much that you ‘just got on with things’.
As this generation raised many of us who are now currently working and leading companies today, instilling their ‘just get on with it’ mentality may be the reason why there is less awareness of the impact menopause can have, and subsequently less attention and consideration given to it, compared to other physical and mental health conditions. Times have changed now, though, with much more emphasis being placed on wellbeing and what we can all do to support positive mental and physical health – the idea of ‘just getting on with things’ is fortunately not as acceptable as it once was.
There are 3.5 million women over 50 in the UK workplace, and the average age that menopause (determined by not having had a period for at least a year) begins is 51 years old, but the onset of peri-menopausal symptoms can occur from the early 40’s. Older workers are now making up a larger proportion of the workforce than previous generations, and women over 50 entering the menopause are the largest growing demographic in the workplace.
In a survey conducted by the CIPD, it was found that six in every 10 women experiencing Menopause symptoms felt it negatively affected them at work, with 49% considering early retirement as a result.
In a further study, Forth surveyed 1000 women aged 45 and over, as to their experiences of Menopause at work.
63% said that their working life had been negatively affected by menopause symptoms. These ranged from memory problems, low concentration, low mood and fatigue, to hot flushes as the worst of the symptoms experienced. To break it down even further:
- 34% said they had developed depression and anxiety;
- 29% felt they had significantly lost confidence at work;
- 41% said poor concentration or forgetfulness had led them to make mistakes;
- 40% admitted to losing interest in their job;
- 11% chose to forego opportunities for promotion;
- 24% had needed to call in sick due to symptoms; and
- 8% had resigned from their role, citing their symptoms as the issue.
90% of the women surveyed stated that their workplace did not offer any kind of support when it came to Employees going through the menopause. Of the 10% of those surveyed whose workplaces did offer support, 5% offered free advice; 3% had written policies in place; and 3% of line Managers were given relevant training for supporting those experiencing menopause symptoms.
72% of the women surveyed believed that their workplaces needed to do more to support Employees going through the menopause and experiencing difficult symptoms.
Again, as many of us were raised by a generation that did not speak openly about periods let alone the menopause symptoms and its challenges, this may have contributed to the fact that many women still choose not to speak to their Employers about any difficulties they are experiencing. Nationwide an average of only 15% are reported to have spoken to their Employers about problematic menopause symptoms and the effects on their work.
As Employers, we like to invest in Employee performance and retention. With menopause (and peri-menopause) symptoms negatively impacting such a large demographic of the workplace, it makes perfect sense that support should be made available for women experiencing this very natural stage of life.
Providing support can go a long way to improving Employee comfort, confidence, productivity, job satisfaction, loyalty, and retention.
So how can Employers provide this?
Talk About It Now, Not Later
As mentioned earlier, there is still a lot of stigma around discussing ‘women’s problems’ such as menopause issues in the workplace, likely borne out of what we observed as we were raised. Therefore, it is important to communicate to Employees that you have a strong awareness of the issues they may be facing, and that you wish to wholeheartedly support them in all ways reasonable and practicable. (Note: Steer away from stating that you ‘understand what they are going through’, because you probably don’t. Just a tip there!)
Have regular and consistent conversations about the menopause to ensure that everything that’s needed is in place for all Employees experiencing menopause symptoms, or those who may be approaching it in the near future.
Create a Menopause Policy
Demonstrate your commitment to supporting those experiencing menopause symptoms, by creating and implementing a Menopause Policy that gives guidance to affected Employees as to how they should raise any concerns about symptoms and the effects of their work with their Line Managers.
Training for Managers
Provide training for Managers as to the menopause and the symptoms it can bring.
Employees will feel more comfortable speaking to someone who they feel is informed on the subject, and less like they may be judged negatively for admitting that they are struggling to manage their symptoms alongside their work expectations.
Make Information Accessible
Whilst we can encourage Employees to speak to us openly about the menopause, so that we can provide any support needed, we may not be able to provide all they need. Therefore, it’s important to provide access for Employees to external resources that may be useful to them, such as information providers, advice forums and even support groups. The Menopause Charity, Wellbeing for Women and the Latte Lounge can be great places to start.
Health and Safety, and the Workplace Environment
Some Employees affected by the menopause may find that the arrangement of their workplace actually makes their symptoms worse. Carry out a risk assessment of your workplace to ensure that there is adequate ventilation, that the temperature is not too warm or too cold, that there is plenty of access to cold drinking water, and that uniforms or dress codes are appropriate or adaptable. Desk fans would also be a great investment, considering that hot flushes are the most widely reported symptom, at 73% of those surveyed.
Flexible Working
Consider offering flexible working opportunities to individuals experiencing menopause symptoms. This could range from adjusting start and finish times, and allowing for more frequent breaks, through to allowing Employees to work from home.
Conclusion
With women over 50 becoming the fastest growing demographic in the workplace, and menopause symptoms making it difficult for a proportion of this demographic to carry out their jobs to the best of their abilities, it is essential that Employers now adopt a mentality that embraces this very natural stage of life, and do their very best to support it, thus improving productivity, attendance, retention, wellbeing, and ultimately, creating and maintaining a harmonious workplace for everyone.